Working Hours and Overtime in Bulgaria: What Employers Should Know

Getting working time right is one of the first challenges for any employer in Bulgaria. The country's Labour Code sets maximum hours, mandatory breaks and overtime limits that apply to most private-sector employees. Ignoring them can lead to fines and disputes, while following them helps build trust and productivity.

The legal framework

Working time in Bulgaria is regulated by the Labour Code and related ordinances. Standard working hours are set as a weekly norm, but employers can choose different schedules, such as shifts or flexible arrangements, as long as they respect legal limits. The rules apply to employees under an employment contract. Self-employed people and certain categories, like managing directors, may have different arrangements.

Standard working hours

The normal working week in Bulgaria is 40 hours, typically spread over five days. The law allows a maximum of eight hours per day for a five-day week. However, employers can introduce a six-day week, but weekly hours must still not exceed 40. For some jobs with special conditions, such as hazardous work, shorter hours may apply.

Breaks and daily rest

Employees who work more than six hours are entitled to a rest break, usually between 30 minutes and one hour. This break is not counted as working time unless the nature of the job requires the employee to remain on duty. Between two consecutive working days, employees must have at least 12 hours of uninterrupted rest. Every week, they must receive a weekly rest period of at least two consecutive days, one of which is usually Sunday.

Overtime rules

Overtime is work performed beyond the standard hours, and it is strictly regulated. In general, overtime is allowed only in exceptional circumstances, such as urgent work to prevent accidents or complete a critical task. The law sets annual limits: an employee may not work more than 150 hours of overtime per calendar year, and no more than 30 hours in a single month. Overtime must be compensated with a premium on top of the regular wage, usually at a higher rate, or with additional paid leave, depending on the agreement.

Night work and special categories

Night work is defined as work between 22:00 and 06:00. Night workers have reduced maximum hours, typically no more than seven hours per night on average over a reference period. Certain groups, such as pregnant women, mothers with young children, and workers under 18, have additional protections and may not be required to work overtime or at night under most conditions.

Flexible working arrangements

The Labour Code allows employers and employees to agree on flexible working time, such as a compressed work week or variable daily hours, provided the average weekly hours over a reference period do not exceed the legal norm. This can be an attractive option for both sides, offering employees a better work-life balance and employers a way to cover extended operating hours without incurring overtime.

Practical considerations for employers

To stay compliant, employers should keep accurate records of working hours, breaks and overtime. Written employment contracts should clearly state the working schedule. For shift work or variable schedules, internal rules or collective agreements must be established. When planning projects or peak periods, managers should remember the strict overtime caps and plan ahead. Consulting with HR advisors or legal counsel can help avoid missteps.

Understanding these rules not only keeps your business within the law but also contributes to a healthier, more motivated workforce. In Bulgaria's growing economy, where skilled labour is in demand, fair working conditions can be a competitive advantage.